Mediating Role of Work Engagement in The Relationship between Human Resource Practices and Employee Competence in Nigerian Basic Education System: Building A Conceptual Framework

Sani, Isah; Ibrahim, Rashidah

doi:10.6007/ijarbss/v10-i12/8088

Cited by 2 publications

(4 citation statements)

References 13 publications

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“…Many past studies have broken up the connection between HRM practices and work engagement (Aboramadan et al, 2020;Aybas & Acar, 2017;Sani & Ibrahim, 2005). Those that have examined the relationship between sustainable HRM practices and work engagement are extremely restricted (Jerónimo et al, 2020).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

“…Engaged employees should be able to easily access and exploit generated knowledge and uncover new ones (Hanif et al, 2020;Qureshi et al, 2020). Work engagement is being considered as an end result or an effect of HRM practices (Aboramadan et al, 2020;Karatepe, 2013;Saks, 2006;Sani & Ibrahim, 2005). Thus, knowledge management is vital in determining work engagement.…”

Section: In Organizationalmentioning

confidence: 99%

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Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement

Mahfouz¹,

Halim²,

Bahkia³

et al. 2023

JEMI

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PURPOSE: Modern business and global organizations are regularly presented with challenges caused by unpredictable competitive environments. Human resource management (HRM) practices give sustainable opportunities for employees to use their abilities and express their enthusiasm to obtain skills and knowledge and to apply them at the workplace with a view to achieving engaged individuals and increasing organizational performance. This article presents a recent study outcome to examine (i) the mediating role of knowledge management and work engagement and (ii) the effect of sustainable HRM practices on organizational performance. METHODOLOGY: 500 self-reported questionnaires were distributed to Jordanian university lecturers (research population) for data collection. The study data were assessed with structural equation modeling (SEM) using IBM-SPSS-AMOS 25.0. FINDINGS: Two pivotal outcomes were identified: (i) sustainable HRM practices, knowledge management, and work engagement were positively associated with organizational performance; (ii) knowledge management and work engagement played a mediating role in the sustainable HRM practice-organizational performance correlation. IMPLICATIONS: Overall, employee cooperation proved essential to optimize organizational performance, specifically during their engagement in sustainable HRM practices and knowledge management. Finally, the research proposed several practical recommendations and interventions on sustainable HRM for future research. ORIGINALITY AND VALUE: The research has provided proof of five variable relationships contained in the model. Firstly, organizational performance increased with sustainable HRM practices through knowledge management. Secondly, organizational performance increased with sustainable HRM practices through work engagement. Thirdly, work engagement increased with sustainable HRM through knowledge management. Fourthly, organizational performance increased with knowledge management through work engagement. Fifthly, organizational performance increased with sustainable HRM through knowledge management and work engagement.

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Section: Hypotheses Developmentmentioning

confidence: 99%

Section: In Organizationalmentioning

confidence: 99%

Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement

Mahfouz¹,

Halim²,

Bahkia³

et al. 2023

JEMI

View full text Add to dashboard Cite

show abstract

“…Likewise, work engagement is considered as the given condition in which individuals relate to their tasks in an organization and the activities that affect their lives entirely (Cesário & Chambel, 2017). Also, highly engaged individuals mostly identify with their given responsibilities and they are always thinking about their work even when they are not present at their place of work (Sani & Ibrahim, 2021).…”

Section: Work Engagementmentioning

confidence: 99%

“…The most essential resource used in determining the success of any modern organization is the competence of its employees, who should possess adequate and relevant skills, abilities and knowledge (Satyendra, 2020). Buildings and other material resources only stand as the framework; what provides life and yields value are the competent employees within the framework (Sani & Ibrahim, 2020). Competent individuals are termed as the best organizational resource capable of achieving effective and competitive benefits by ensuring the overall success of an organization (Vathanophas, 2007).…”

Section: Introductionmentioning

confidence: 99%

Work Engagement as a Mediator of the Connection Between Compensation and Employee Competence: Evidence from Nigeria

Isah

Ibrahim

Karim

et al. 2022

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Competence is as an essential attribute of employees which describes their work ability, attitude, knowledge and skills. This study aims to explore whether work engagement as a mediator can influence the link between compensation and employee competence and also establish the nexus between the two variables within the context of Nigeria’s Universal Basic Education System Administration (UBESA). Studies that explore the impact of compensation on employee competence and the mechanism through which it influences employee competence appears to be scarce. The study used a quantitative approach to collect data from 341 randomly selected respondents. The instruments include the Utrecht Work Engagement Scale, Compensation Scale and Competency Scale and were adapted from prior studies to suit the current study. SPSS Amos 24 was used to analyze the data. The results revealed that compensation has a significant influence on employee competence and that work engagement mediates the connection between compensation and employee competence. This study contributes theoretically by proposing a new model that examines the mediating effect of work engagement on compensation and employee competence. The findings provide a better insight for the management of Nigeria’s UBESA on how to increase employee competence. Finally, the study offers suggestions for future research.

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Mediating Role of Work Engagement in The Relationship between Human Resource Practices and Employee Competence in Nigerian Basic Education System: Building A Conceptual Framework

Cited by 2 publications

References 13 publications

Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement

Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement

Work Engagement as a Mediator of the Connection Between Compensation and Employee Competence: Evidence from Nigeria

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